PRIME-HRM Assist Form No.

2 Annex 3: Action Plan Template (Agency Guide)

LOCAL GOVERNMENT UNIT OF COMPOSTELA

For PRIME-HRM Maturity Level 2

Step 1: Stating the Goal (GOAL)

To be accredited for PRIME-HRM Maturity Level 2 by 2023
Step 2: Determining the Current State (Reality)

What is your current Maturity Level based on the Assessments Results?

At present, the Local Government Unit of Compostela is stll Maturity Level I

status.

What Maturity Level do you want to target for?

LGU Compostela targets the PRIME-HRM Maturity Level II status.

Current State Review & Target HR System

Identify your strengths and opportunities for improvement.
1) Recruitment, Selection, and Placement Section
 Strengths – RSP Section has functional committee (i.e HRM-PSB).
- The section is with a revised manual for MSP.
- The section has staff with Permanent status of
employment.
 Opportunities for Improvement – The section still needs to capacitate
its staff regarding the roles and responsibilities concerning RSP thru
trainings, orientations, and/or seminars.
- The section would function at its best when all
information can be generated thru a computer
database.
2) Performance Management
 Strengths – The section has a functional committee and secretariat.
- The section is with a revised manual for SPMS.
- The section has a staff with Permanent status of
employment.
 Opportunities for Improvement – The SPMS focal would function best
if capacitated with training/orientation/seminar regarding IPCR
Calibration.
- Orientation or training on the inclusion of
 MPOR and SMPOR to the IPCR.

3) Learning and Development

 Strengths – There is an existing committee on Personnel Development
Training Committee.
- The section is has an existing L&D Policy.
 Opportunities for Improvement – There needs a training for the staff in
technical writing.
- The section needs a computer database entry for
all the trainings, seminars, and/or orientations
garnered by all employees for easy
facilitation/identification of possible additional
training, seminars, and or orientations needed
for capacity development.
- Provision of sufficient funds to cater all
trainings, seminars, and/or orientations for the
LGU Compostela employees.
4) Rewards and Recognition
 Strengths – The section has a committee on PRAISE.
- The section is with a revised manual for
PRAISE.
 Opportunities for Improvement – A LAN is a needed upgrade for the
Payroll System to be more accessible and functional for all employees.
- There is a need for an Administrative Officer
position to lead the section.

For HR systems we need to improve on, which one/s do you now want to prioritize taking into
consideration your Agency Mandate? Why?
Based on the Agency Mandate, RSP and Performance Management HR Systems
are best to be prioritized for the welfare of the employees.

Of the target HR system, which areas (systems, practices and/or competencies) do you want to
focus on? Why?

If time and funds warrant, capacity development for all the staff of each section is
our main priority. To be fully educated of our roles and responsibilities will better
the functions of each HR System.

Step 3: MAPPING OUT THE ACTION STEPS

(Options & Way Forward)
Recommended Detailed Responsibilities Timeline Success Indicators
Actions Steps based Activities
on Assessment Tool (How will you know
Results & Report & What will be Who will do it? By when? that you are making
as determined by done? (Day/Month) process? What are
Agency Stakeholders your benchmarks?
How will you
determine that you
goals has been
reached? What are
your measures?
I. MSP

Improve the RSP  Constitute HRMO and February  Forged MOA

System MOA with HRMPSB 2021 DSWD/MSWD.
implementation such DSWD for
as the compatibility PWD
based for hiring applicants HRMO and  Established
requirement and the HRMSPB internal rules and
employed of the Equal  Formulate policies on RSP.
Employment HRMPSB
Opportunity Principle. internal rules
and policies
No workforce plan
 Approved
HRMO February workforce plan
2021
 Create a
workforce plan
II. Peformance
Management  Establish PMT / HRMO / PO January 2021  Presence of
database of database
Strengthen the Major Final
implementation of the Outputs and
PMS Success
indicator
PMT / HRMO / PO January 2021
 Generate report  Conducted
on periodic periodic review
February with
review of PMT / HRMO /
2021 corresponding
performance PO / Academic periodic report
Department Heads /
 Orientation and February
Office Heads / CSC
workshop of 2021
Field Office  Training
Performance
Management proposal;
Team (PMT) attendance sheet;
on their duties pictures
and functions
III. Learning and
Development
 Implement January  Developed
Improve the Learning HRMO/
effectively 2021 proper
and Development the Administrative and implementation
Program Learning and Academic heads/ of the program
implementation Development L&D Com
Program
January
2021  Customized
 Develop L & D Committee / learning
 customized
learning HRMO materials
materials and developed
training aids to
support
employees’
quality
service delivery
January
2021  Process flow
 Craft the chart established
Learning and
Development HRMO / OOP
process flow
chart
IV. Rewards and
Recognition
 Orientation PRAISE February  Conducted
Intensify
and Committee / 2021 orientation of
implementation of workshop of HRMO/ CSC PRAISE
Rewards and the PRAISE Field Office Committee
Recognition System Committee
Process and
Procedures

Resources: Identify the following:

 Resources include various system committees, management Support,

involvement

 Resources Needed (financial, human, political & other)

Potential Barriers

 Unavailability of Funds
- As we aim to capacitate our staff with
sufficient knowledge on their roles and
responsibilities in each of their sections, funds
need to be available for us to acquire the said
appropriate trainings.

Communications Plan

 Who is involved?

The whole Office of the Municipal Human Resource Management

Officer

 What methods?

Seminars, Trainings, and / or Orientations.

  How often?

It should depend on the availability of the appropriate trainings.

Step 4: NEXT STEPS (WRAP UP)

Date of Next Process Consulting Session: Depending on the availability of the

CSC Technical Personnel.

Agenda for Next Process Consulting Session: Specific training titles and dates
for trainings, seminars, and/ or orientation of the staff.

Tasks to be achieved prior to the next Process Consulting Session & Person/s
Responsible: Identification of trainings needed to be accomplished by the L &
D Personnel.

Name Signature Date

Prepared by:

NILDA A. SIDAYON, MBA

MGDH I (MHRMO)

Assisted by:

RUBY A. ESPAÑOLA
Diretor II
CSC Field Office, Davao de Oro

Approved by:

LEVI S. EBDAO
Municipal Mayor